Managing leaves of absence under the major federal mandates can be confusing. Some employers with good intentions will administer both leaves by using the same forms, overlap the requirements, and consolidate the processes. Added to these already-complicated leave programs, the pandemic response created other benefits under the FFCRA.

However, the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) need to be administered using their own separate guidelines. When taken one by one, it’s clear that they are completely different in their own details and requirements and, as a result, must be managed carefully. If you’re new to the field of leave management – whether you’re in Human Resources or not – or if your company is growing to the 50-employee mark, it’s wise to educate yourself about the FMLA and ADA and familiarize yourself with the details.We will also ensure that you receive a good working knowledge of both the Emergency Paid Sick Act and the Emergency Family and Medical Leave Expansion Act.

By preparing yourself ahead of time, you’ll know the requirements of both the FMLA and ADA beforehand as opposed to implementing a plan and delivering on a process as a specific situation comes up. By attending this training session, you’ll have the information you need to build a process for your organization as well as build your own confidence in this area. As if these two leave programs were not challenging enough, the Families First Coronavirus Response Act (FFCRA) has added two types of leaves that employers must understand and provide to employees. We have added valuable content into our training so that you’ll ensure a firm understanding of these new laws as well. This course is especially helpful to the non-HR leader who manages employees and encounters requests for leaves of absence, accommodation, and time off for health reasons.